Workforce is not just about workforce...

Transcription

1 Workforce is not just about workforce... l In health we have two jobs To cure the sick To improve health and wellbeing l Employment is key to this.

2 How do we create a workplace environment that is welcoming? l Leadership: Long standing Director of Aboriginal Health Commitment of Senior Staff l Culturally welcoming and sensitive Celebration of cultural events Acknowledgement of country Cultural activities and working groups l Role and profile of Aboriginal Liaison Officers

3 How do we create a workplace environment that is welcoming? l Cultural Spaces Gardens Sr Alison Bush Lounge l Education including Respecting the Difference l Embedding in all partnerships Construction of PMBC Charles Perkins

4 Sydney Metropolitan Local Aboriginal Health Partnership l A partnership of the AMS Redfern, SESLHD, NSLHD, SLHD, St Vincent's, Sydney Children's Hospital Network l Social Determinants of Health Forum

5 SLHD Progress Workforce Diversity Group Target YTD Aboriginal People and Torres Strait Islanders 2.6% 1.3% 1.3% 1.6% 1.9% Source: NSW Premier s Workforce Profile Data Collection

6 Aboriginal and Torres Strait Islander Workforce Profile by Facility/Service as at June 2014 Facility/Service Number of employees (head count)* Progress towards Target (2.6%) RPA % CRGH % Canterbury % Balmain % Community Health % CCMH % SDH % Drug Health % District Services % SLHD % *Based on Workforce Diversity Report for NSW Premier s Workforce Profile (PWP) June 2014 Source: NSW Premier s Workforce Profile (PWP) Data Collection June 2014

7 Aboriginal and Torres Strait Islander Workforce l An 35% increase from 131 to 178 Aboriginal and Torres Strait Islander people from 2013 to l Increase in all bar one category of staff l Building on training opportunities l Lots of alternate pathways l Partnership with Yarn n

8 Aboriginal and Torres Strait Islander Workforce Profile by Occupational Grouping 2013 and 2014 Occupational Grouping Number of employees (head count)* at 2013 Number of employees (head count)* at Progress towards Target (2.6%) Medical % Nursing % Admin and Corporate Services % Allied Health % Other Professionals, Paraprofessionals and Clinical Support % Scientific and Technical % Hotel Services % Maintenance and Trades % Oral Health Practitioners and Support Staff % Others % TOTAL % *Source: NSW Premier s Workforce Profile (PWP) Data Collections June 2013 and 2014

9 SLHD Strategies l SLHD Aboriginal Workforce Strategic Framework Implementation Steering Committee (AWSFISC) l Broad internal and external representation on AWSFISC l Facility General Managers have targets embedded within their performance agreements and report progress on a monthly basis

10 SLHD Strategies Traineeships and cadetships Developing traineeships in specialised areas and working with universities to source suitable candidates such as: Respiratory Scientist Social Work cadets Oral Health cadet Nursing cadetships Psychiatry registrar in training Trade apprenticeships

11 SLHD Strategies Traineeships in AIN and Administration 21 Trainee AINS commenced in July Admin Trainees to commence on 13 April 2015

12 Royal Prince Alfred l RPA has been focussing its efforts on permanent employment opportunities. l A permanent job is a proven pathway to a better quality of life. l 79 percent of our Aboriginal employees are working in permanent positions. l Sr Alison Bush Midwifery scholarship program

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14 Concord Hospital l Increased from 4 to 46 employees since early 2013 l Targeted program l Sponsored by the General Manager and supported by the Director of HR l Range of roles such as: Registered and Enrolled Nurses Hospital Assistants Administration Officers Operations Assistant Security Officer Medical Interns

15 Concord Hospital l HR input into a more personalised service for both managers and candidates l Flexibility in the application of the recruitment policy and procedure l Communicating the Executive Support to Managers

16 Oral Health Aboriginal Dental Assistant Training Program v 2-3 Aboriginal Dental Assistant (DAs) Trainee fulltime positions each year v Certificate III in Dental Assisting through TAFE NSW fully supported by SDH. Aboriginal Oral Health Clinic (AOHC) v Dental Assistant position (Cert IV in Dental Assisting) v Identified administration position.

17 Population Health, Community Health and Allied Health l Trainee Environmental Health Officers l Health Education Officers l new Aboriginal Allied Health Assistant is completing a Certificate IV in Allied Health Assistance (12 months)

18 Graduate Health Management Program l Recruitment of our first Aboriginal Graduate Management Trainee. Program includes: An internship with senior executives Enrolment in the Masters in Health Services Management Master classes Ongoing support

19 Graduate Health Management Program l Identified through other recruitment processes. l Flexibility in the selection process.

20 Challenges l Identifying suitable vacancies prior to advertising l Encouraging Department heads to take on traineeships l Time delay for employment l Retaining candidates in our talent pool as we await appropriate vacancies

21 In the Pipeline l SLHD Aboriginal Workforce Strategic Plan (in draft) l Develop Aboriginal Workforce Yarning Group l Develop database for Walk Ins l Website and Community Engagement l Establish a Professional Development Plan for each worker l Review workforce exchange between SLHD and AMS l Review other possible traineeships l Promote Dental Officer scholarship

22 Keys Learnings l Success breeds success: Managers assist by word of mouth promotion on the benefits of ATSI candidates and the associated fast track recruitment process which encourages others to approach HR l Consistent review of vacancies: Weekly review of the vacancies in the facility and HR directly canvas managers about considering ATSI candidates. l Culturally appropriate support: Through HR, Aboriginal Workforce Consultant and/or Indigenous Employment Agency

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